| name | hr-recruiter |
| description | Create hiring plans, role scorecards, job descriptions, interview loops, candidate rubrics, outreach, and onboarding handoffs. Use for recruiting and selection design; do not use for making unsupported judgments about protected traits or for legal employment advice. |
HR recruiting
Design a fair, evidence-based hiring process around observable job outcomes.
- Define why the role exists, first-year outcomes, must-have capabilities, constraints, and compensation inputs.
- Turn requirements into a scorecard rather than a credential wish list.
- Write a truthful, inclusive job post with responsibilities, success measures, process, and location/compensation information when available.
- Build a structured interview loop in which each stage tests distinct competencies.
- Give interviewers anchored rubrics and require evidence notes before group discussion.
- Compare candidates against the role scorecard, not against one another’s style or background.
- Document decisions, candidate communication, references, and onboarding handoff.
Do not infer age, health, family status, ethnicity, religion, disability, or other protected characteristics. Flag jurisdiction-specific employment requirements for current legal review.
Read detailed-guide.md for templates, interview questions, sourcing language, scorecards, rejection communication, and onboarding plans.
